Gender Ambitions

Evelyn Welch Vice-Principal (Arts & Sciences)

Is there a problem nationally?

• • • Women comprised the majority in some departments, such as nursing and paramedical studies (73.7%) and psychology and behavioural sciences (58.6%).

But a higher proportion of professors are male. This was true across all modes of employment and within SET and non-SET. The gender difference is most prominently observed in full-time professorial roles in SET, where men made up 84.9% of staff.

The proportion of male academics earning a salary over £50,000 was almost double that of female academics (31.9%, compared with 16.9%).

(Equality Challenge Unit Data, UK 2012)

Why So Slow?

• • • ‘Science faculty’s subtle gender biases favor male students’,

PNAS, September 2012

The Matilda Effect in Science Communication: An Experiment on Gender Bias in Publication Quality Perceptions and Collaboration Interest

Science Communication 2013 35 (5) 603-625

Women in cell biology: a seat at the table and a place at the podium

Mol. Biol. Cell 2013 24 (2) 57-60

Is there a problem at King’s?

King’s 2012 Equalities Report

• • • • • • • Women and men are fairly equally represented across all staff groups (54.41% female and 45.59% male). Men are under ‐ represented in the School of Nursing & Midwifery Women are under ‐ represented in the School of Natural & Mathematical Sciences The proportions of female staff begin to decline from the age of 31 Women are under ‐ represented as Professors, Readers and at the Clinical Carer Grade Two ‐ thirds of part ‐ time staff at the College are women Female staff are more likely than their male counterparts to be employed under a fixed ‐ term contract

King’s Gender distribution by age

King’s Gender distribution by role

King’s Gender Distribution

Table 21

Gender distribution according to function area

2011 Male

• • • • • • • • • • •

Arts & Humanities Biomedical Sciences Dental Institute Institute of Psychiatry Law Medicine Natural & Mathematical Sciences Nursing & Midwifery Social Science & Public Policy Health Schools Services Professional Services Female

298 169 615 46 721 48 150 115 596

3202 %

257 48.61% 48.29% 66.06% 47.42% 58.43% 23.41% 81.08% 187 63.54% 51.51%

54.38%

51.20% 43.19% 315 181 316 51 513 157 35 66 561

2686 %

245 51.39% 51.71% 33.94% 52.58% 41.57% 76.59% 18.92% 246 36.46% 48.49%

45.62%

Gender Equality at King’s

• • • • • Diversity and Inclusion Steering Group: Chair, Chris Mottershead Athena SWAN Steering Group: Chair, Evelyn Welch Athena SWAN Champions Network: Chair, Elizabeth Kuipers Aurora membership (Leadership Foundation mentorship scheme) ECU Gender Charter Mark scheme (piloted by Social Science Health and Medicine)

Actions underway

• • A

Pilot Mentoring Programme

for Women Academics. The VP Health has agreed to act as Champion for the scheme which will operate in all 6 STEMM Schools.

Unconscious Bias Training.

sent to relevant providers An invitation to tender for the delivery of training for members of Academic Staff Committee and senior academic and professional services staff has been

Actions underway

• • Academic Promotions. Steps have been taken within Schools and centrally to encourage all managers to discuss promotion plans with their staff as standard, and where colleagues are not yet ready to apply for put in place measures to prepare them to apply in future rounds Parenting Leave Fund. This was launched in April 2013 and a high number of applications have been received. date 14 applications have been approved and the funds the 2013-14 financial year have been exhausted

Actions underway

• Parent Buddy Scheme. A scheme to allow men and women returning from maternity/ paternity/adoption leave to give and receive mutual support has been launched with a take up from staff • King’s Award. A dedicated Athena SWAN Award category has been launched and strong nominations have been received

Next Steps

• Planned

Silver Submissions

from all SET units • Pilot

Gender chartermark

SSHM submission from

Next Steps

• • • This matters to all of us – a fairer, more equitable place to work creates real value for everyone: men and women The award is the icing on the cake – not the aim in itself Its challenging but also a lot of fun - coming together to support a new way of working is exciting

Thank you for working with us

• • • • Sandra Brown, Debbie Epstein and Carl Akintola-Davies Professor Helen McCutcheon and the Athena SWAN Bronze submission group SSHM for piloting the Gender charter mark All those going forward for Silver!